30th October 2026 marks another important milestone in the ongoing implementation of the Employment Rights Act 2025, with two significant changes coming into force that employers need to be aware of.
These reforms introduce new trade union access rights and strengthen employers’ responsibilities to protect staff from workplace harassment.
New Trade Union Rights of Access
Independent trade unions can now formally request physical and/or digital access to workplaces to engage with workers, including those who are not currently trade union members.
The new statutory framework allows unions and employers to negotiate access arrangements, with the Central Arbitration Committee able to intervene where agreement cannot be reached. The provisions apply to employers with 21 or more workers.
Employers should ensure they understand the new requirements and have appropriate procedures in place for responding to access requests.
Stronger Protections Against Workplace Harassment
Employers are now required to take ‘all reasonable steps’ to prevent sexual harassment in the workplace, strengthening the previous duty to take ‘reasonable steps’.
The changes also introduce a new obligation on employers not to permit harassment of employees by third parties, including customers, clients and other individuals they may encounter through their work.
These enhanced responsibilities place greater emphasis on proactive prevention, effective reporting procedures and appropriate staff training.
What Should Employers Be Doing?
These changes form part of a wider programme of Employment Law reforms, with further developments expected throughout 2027.
Employers should be reviewing their existing workplace policies, employment documents and internal procedures to ensure they reflect the latest requirements.
It is equally important that HR professionals, managers and other key staff receive appropriate, up-to-date training to ensure the changes are understood and implemented effectively.
Taking action now can help businesses manage their legal obligations, minimise risk and prepare for further changes ahead.
How Can DTM Legal Help?
DTM Legal’s Employment & HR team supports employers with Employment Law compliance, reviewing contracts and policies, delivering staff training and navigating changes to workplace legislation.
If your business needs guidance on these latest reforms or support preparing for upcoming Employment Law changes, contact our Employment & HR team today.